The Method of Managing Employee Motivation Based On a Halal Lifestyle

Abstract

In general, there are various methods of managing motivation that have been adopted by Islamic institutions. Nevertheless, a question remains whether there is any method that can enhance employees' motivation? What is the role of Islamic law and how can its principles be incorporated in the motivation management method? This needs to be emphasised as some motivation management methods, such as having a reward ceremony, are against Islamic law due to the serving of alcohol and the unethical interaction between male and female employees. In Islam, the issue of halal and haram has been discussed clearly and in detail. Halal in Islam is naturally holistic, as it can be integrated into the entire lifestyle and it is not only limited to aspects of food, dressing and economy but extends to the aspect of employee management. This paper was written with two objectives in mind. The first objective was to identify the method of managing employee motivation that has been applied by the management of Islamic institutions. The second objective was to analyse the method based on a halal lifestyle. This paper work unravelled the answers by using the qualitative approach that applied document analysis. Based on the analysis, it was found that there are three methods of managing employee motivation and these methods are consolidated by the halal aspect to ensure that they are consistent with the Islamic Shari'a. After the questions were answered, this paper tried to clarify to society, especially the management, that halal is not small in scope but it goes even further than that because halal in Islam is holistic, and it needs to be practised in all aspects of a lifestyle.

Impact of key HR practices (human capital, training and rewards) on service recovery performance with mediating role of employee commitment of the Takaful industry of the Southeast Asian region

“…In Malaysia, both public and private sector organizations found compensation as a strong and positive influential variable for motivation and work accomplishment as the sample was taken from 619 employees of both sectors (Ogbari et al , 2018). It is also recommended by researchers to align rewards management and objectives of employees such as motivation and task accomplishment to satisfy the employees (Samsudin and Ahmad, 2018). The study examined various variables including salary, promotion, benefits and appreciation to motivate employees involving employees of commercial banks of Pakistan (Karam, 2017).…”

The Nexus Between Human Resource Management Practices and Service Recovery Performance in Takaful Insurance Industry in Pakistan: The Mediating Role of Employee Commitment

“…Researchers also urge that incentive management and employee objectives be aligned for the purpose of employee satisfaction ( Samsudin and Ahmad, 2018 ). The current research studies the multiple variables that consist of promotion, benefits, salary, and appreciation toward encouraging employees of the Pakistani Commercial Banks ( Karam, 2017 ).…”

Reward Practices and Performance from Islamic Perspective: Aligning Motivation and Responsibility

“…It leads individual performance to a more effective performance management system. Managers will be very concerned about doing a good job because it impacts the allocation of rewards to motivate those who work for them (Samsudin & Ahmad, 2018). Therefore, achievement or performance will determine the reward of a worker to be motivated to ensure that performance will go well .…”

“…Čečević, 2014;Bhatti et al, 2016;Khair et al, 2017;Van Herpen et al, 2005;Antoni et al, 2017;Van Eerde, 2015). It is shown that employees will be more easily motivated by rewards, especially financial rewards (Samsudin & Ahmad, 2018). Thereby, various human resource applications are used to develop motivation to improve workers' performance (Güngör, 2011).…”

“…Thereby, various human resource applications are used to develop motivation to improve workers' performance (Güngör, 2011). Thus, managers need to that worker motivation will determine the performance of an organisation (Samsudin & Ahmad, 2018). Employees with low motivation are very likely to concentrate less on their work, tend to neglect duties and responsibilities, deceive superiors, and also leave the organisation if they get another opportunity.…”